ABSTRACT
This research work is a conceptual frame work of Human
Resource Management and Local Government Productivity.
The aim of this research work is to investigate the Impact
of Human Resource Management on Local Government Production level. with
particular reference to Amuwo Odofin Local Government Area.
This study also covers the various principles of human
resource management such as manpower planning or procurement; Training and
Development Performance Appraisal, problems of Local Government etc. This research
work will be beneficial to the local government managers, the populace of the
local area, and other researcher in Local Government issues.
This study discussed the procedure for data through the
means of secondary source aim at presenting analysis and interpreting the
research findings. The null hypothesis tested was true. The result revealed
that human resource management is a vital tool for local government
productivity. On the basis of this result obtained, it is recommended that
parochial considerations be removed from official business of local government,
and competent people should man the local government offices. It is also hoped
that this recommendation will be useful for the improvement of local government
productivity.
TABLE
OF CONTENT
CHAPTER
ONE: INTRODUCTION
1.1 Background
to the Study
1.2 Statement
of the Problem
1.3 Objective
of the Study
1.4 Research
Question
1.5 Research
Hypothesis
1.6 Scope and
Limitation of the Study
1.7 Significant
of the Study
1.8 Definition
of Terms
1.9 Organization
of Study
CHAPTER
TWO: REVIEW OF RELATED LITERATURE
|
2.0.
|
Introduction
|
|
|
2.1
|
Manpower Planning
|
|
|
2.2
|
Recruitment
|
|
|
2.3
|
Selection
|
|
|
2.4
|
Placement
|
|
|
2.5
|
Training and Development
|
|
|
2.6
|
Performance Appraisal
|
|
|
2.7
|
Compensation Management
|
|
|
2.8
|
Promotion and Transfer
|
|
|
2.9
|
Theoretical Framework
|
|
CHAPTBR
THREE: RESEARCH METHOD
3.0 Introduction
3.1 Restatement
of Research Questions
3.2 Restatement
of Research Hypotheses
3.3 Research
Design
3.4 Population
of Study
3.5 Sample and
Sampling Procedure
3.6 Data
Collection and Instrument
3.7 Administration
of Data Collection Instrument
3.8 Procedure
for Data Analysis
3.9 Limitation
of the Study
CHAPTER
FOUR:
DATA
PRESENTATION, ANALYSIS AND INTERPRETATION
4.0 Introduction
4.1 Respondents
Characteristics and Classification
4.1.1 Respondent
Distribution by Gender
4.1.2 Respondent Distribution by Ethnicity
4.1.3 Respondent
Distribution by Religion
4.1.4 Respondent
Distribution by Length of Service
4.2 Presentation
and Analysis of Data According
to Research Question
4.3 Presentation and Analysis of Data
According to
Test of Hypothesis
CHAPTER
FIVE:
SUMMARY
OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.0 Introduction
5.1 Summary of
Findings
5.2 Conclusions
5.3 Recommendations
REFERENCES
APPENDIX
CHAPTER ONE
1.1 BACKGROUND TO THE STUDY
Personnel Management In an organization means the
harnessing of human potentials for the performance of some vital fundamental
functions in order to achieve organizational goals and objectives.
Personnel management in the sense of Human Resource
Management can be said to be the contribution or the role of every person who
is responsible for the work of the organization.
However, the Human Resource Management approach implies a
very broad meaning of "Personnel Management" and does not tell
anything about the particular areas of work in which personnel specialists make
a distinctive contribution to an organization (Bankole,
2000).
Human resources is recognized as the most vital of all the
resources required for the production of goods and services, infact it is the
key to rapid socio-economic development and efficient service delivery. Without
adequate, skilled and well-motivated workforce operating within a sound human
resource management programme, development is not possible. An organization
that underrates the critical role and underplays the importance of people in
goal-achievement can neither be effective nor efficient (Armstrong, 2006).
Human resource or Man Power Planning has been defined as
"the process of determining manpower requirement and the means for meeting
those requirements in order to carry out the integrated plans of the
organization." Human Resource Management range of activities including
aspects of team leadership such as grievance handling and employee counseling,
personnel management function recruitment and selection, employee development,
performance appraisal, disciplinary matters, motivation and management
development.
Human resources has been identified as very important
because of the dynamic nature of man, that is, man has the ability to think and
reason which invariably make him to make choices in every given situation. On
like other resources that are static which do not move unless they are moved,
such as land, capital and machines, these resources are best managed by human beings to bring
about organizational growth and development, (Gary, 2005).
Human resources management is critical to any organization;
inadequate human resource can make or mar an organization. Most organizations
de-emphasize the importance of human resources and this has led to the
unproductive result been experienced in such organization. The management of
human resources is crucial to the growth and survival of any organization
particularly those of the 21st century who encounter on regular basis unhealthy rivalry
in the global market.
Perhaps, it may interest you to hear that as important as
human resources is to organization, it is the most difficult to manage.
Difficult in the sense that, unlike materials, money and time, human beings
have their faculties for reasoning, and the ability to respond or resist the
various types of stimuli that may considered intolerable.
Nevertheless, of all the resources needed by organization,
human beings combine the other resources to make them efficient and effective. Example,
money which is usually scarce could not come on its own to the organization
except human beings in the organization source them, and huge sums of money
could disappear into tin air if not managed properly by human beings and this
could nail the coffin of the organization concerned.
Similarly, land may be expensive
and the location may be fraught with problems, but once it
is acquired with efficient people around, it can be profitably utilized. In the
same vein, materials are obviously needed to make the combination of land and
money meaningful, yet without the right type of people in the system; the
material and land even the money may not be handled in a way that desired
results will be obtained.
Apart from being the user of other resources in ways that
will yield the best result, human resources are themselves the most dynamic,
complex and unpredictable.
Therefore, it is not an overstatement to conclude that the
survival of an organization is largely enhanced or guaranteed by the ability of
effective and efficient human resource management to attract, retain, motivate
and develop employees.
Scholar (1995:5};
acknowledged that the much attention which human resource management received
in recent time was not unconnected with the global recognition that much could
be gained from a better handling of human resource management.
According to Giwa
(1990); ''without the
organization and management of human resource, there perhaps will be no nation-state, and life
would be nasty, brutish and short." Perhaps it is in full endorsement of
this inescapable truth with local government, in the Lagos plan of action (1981) stated
categorically that "since African's greatest asset is it's human
resources, full mobilization and efficient utilization of labour force for
local government development and social progress should be a major instrument
of development.
Having shown that effective management of human resource
is fundamental to the survival of any organization, it becomes imperative for
any organization who desires to survive, to put in place, policies, programmes,
and practices that can ensure optimal
acquisition and utilization of human resources. This study therefore centres on
Amuwo Odofin Local Government Area. In order to determine the extent to which
the Amuwo Odofin Local Government appreciates, the overriding benefits attained
from proper management of human resources on the local government productivity.
1.2 STATEMENT OF THE PROBLEM
It IS obvious that some organizations encounter low productivity
inspite of improper management of its human resource. However, local
governments have not really been impressing towards rapid decrease in
productivity.
Therefore, the likely problems facing local governments,
most especially Amuwo Odofin Local Government are as follows:
i. Failure to identify and address various
approaches to human resources management.
ii. Improper analysis of staffing process
iii. Putting round peg in a square hole in terms
of training its employees which eventually leads to under-development of the
organization.
iv. Also, negligence of manpower planning which
result to low productivity.
1.3 OBJECTIVES OF THE STUDY
The main objectives of this study are to investigate the
impact of human resources management and how it affects local government
productivity.
i. To identify the various approaches to
human resources management
ii. To
analyze the staffing process in Ojo Local Government Area.
iii To analyze the effect of training and
development of employees on local government productivity
iv. To investigate the impact of manpower
planning or local government productivity.
1.4 RESEARCH QUESTIONS
In an attempt to find solutions to the problems of human
resources management and local government productivity, the researcher sought
answers to the following questions.
i. How can human resource management
approach increase the level of productivity in the local government?
ii. What is the effect of improper staffing process on
local government productivity?
iii. Does training and development improve the
level of productivity in the local government?
iv. What is the impact of manpower planning on
local government productivity?
1.5 RESEARCH HYPOTHESES
The following research hypotheses will be tested in this
research work.
i. there
is significant relation of human resource management to local government
productivity
ii. There is a positive relationship between
performance appraisal and promotion in Ojo Local Government Area
iii. That frequent training and development programmes
can improve the performance of employees in Ojo Local Government.
1.6 SCOPE AND LIMITATION OF THE STUDY
The study will be focusing on the impact of human resource
management and local government productivity with special reference to Ojo
Local Government Area. The study intends to cover the various principles of
human resource management. Man-power planning, training and development, staffing process, performance appraisal and problems of
local government in question.
The limitation likely to encounter In the course of this
study are, the time frame, financial constraints, responses from respondents,
and the secrecy of the local government to release data for the research work.
1.7 SIGNIFICANCE OF THE STUDY
This research work will be making contribution to
knowledge as well as assisting the local government to take informed decisions
as it concern human resource management and productivity. Other researchers
will equally benefit from this study as some of them may review such study in
the course of their own research work. The populace of the local government
areas will be able to know the problems and hindrances of local government
productivity.
1.8 DEFINITION OF TERMS
Human Resource Management: This has to do with a series of activities in which the
job, the individual and the organization, all interact towards changes and
development.
Local Government: This
is the third tier level of government that serves as a grassroots government
created for the purpose of efficient and effective administration of the local
areas or localities.
Man-power planning: This is the acquisition plan of an organization for the right number and
the right kinds of people at the right place of work, at the right time, doing
the right kind of things for the maximum benefit of individuals and the
organization.
Productivity: This
is a measure of the production efficiency of an organization when measured with
the ratio of input of output.
Staffing Process: Deals
with the process of acquiring workers or employees for the execution and
achievement of an organizational goals and objectives.
1.9 ORGANIZATION OF STUDY
The study will be organized in five (5) chapters, chapter
one (1)
will comprise of the introduction and
background of the study.
Chapter two (2) will be focusing on the literature review
of scholars who have previously worked on this study, and theoretical framework
of the study.
Chapter three (3) will be giving insight on the research
methodology, how the data's will be collected for analyses.
Chapter four (4) will be on data presentation, analysis
and interpretation.
Chapter five (5) will be showing a summary of the findings
of this study, conclusion and recommendations.
Click “DOWNLOAD NOW” below to get the complete Projects
FOR QUICK HELP CHAT WITH US NOW!
+(234) 0814 780 1594
Login To Comment